Cryptocurrency has been a hot topic in the news and popular among some younger DIY investors. But should this relatively new type of investment be part of employee benefits packages?
The world of finance is constantly evolving, and technological advances have changed the way many individuals are saving, investing and planning for retirement. Digital tools and calculators, e-learning, automation options and a vast array of software applications are at the fingertips of practically every plan participant with internet access.
Consideration of environmental social governance (ESG) factors in investment decision-making for ERISA retirement plans has been a contested issue for several decades. Various presidential administrations have sought guidance from the Department of Labor (DOL) about how — or if — ERISA plan fiduciaries should value ESG components.
When plan sponsors and financial professionals choose plan investment options, their aim is to provide all participants with choices that are appropriate for their retirement savings objectives, while acknowledging that different people’s objectives are likely to vary widely.
Summertime and the livin’ is easy. The famed first line from the opening song of Gershwin’s Porgy and Bess likely describes what business feels like for financial professionals as the summer season hits.
Many Americans find it a challenge to build a more financially secure future due to higher inflation, rising interest rates and volatile market conditions. And many are, in fact, struggling to grow their wealth. The U.S. median real household income fell 2.9% between 2019 and 2020.1
Eighty-five percent of Americans report feeling stressed about their personal finances, so it’s smart to assume at least some plan participants could use a little extra help addressing their biggest financial concerns.1
Sometimes, things get lost in the shuffle. When that shuffle is a move to a different employer and those things are retirement funds, that can be a major problem.
Employer-sponsored retirement savings plans are a valuable recruiting and retention tool, but they’re more than just a benefit meant to attract and retain quality workers. Your 401(k) plan can help employees build a stronger sense of long-term financial security—and if a company can help its workers alleviate even some of their financial stress, it’s all the better for everyone involved.
